NAME – Rachit Balasaria

CLASS – XII
UID –
SECTION – B
INDEX NO. – 20
SUBJECT – COMMERCE (PROJECT 2)
SESSION – 2022-23
EXTERNAL EXAMINER’S CERTIFICATE
 PREFACE

It gives me immense pleasure to present this project which we have received from the Indian
School Certificate (ISC). I have used technology to provide information on this topic keeping
in mind the guidelines provided by the Council. This year, the Council has given us the
project specifying that it should include a conceptual framework of 2 companies under any
sector, discussing its process of recruitment training and staffing.
The project comprises of Higher Order Thinking Skills (HOTS) and brief research.
Salient features of this project are:
• Created strictly as per the guidelines issued by the ISC Council
• Simple and lucid style
• Due weightage to each topic
• Graphical representation on the various case studies is shown towards the end for
better understanding.

I believe that knowledge is never complete and one remains a student throughout one's life. I,
therefore, request the readers to bring to my notice the shortcomings and errors, if any, in the
project.
I thank my teachers for their dedicated and untiring efforts in guiding us with the project.
 TOPIC

Taking up a sector and researching and preparing a case study regarding its process of
recruitment training and staffing.
Make a chart of the same and track the recent changes in the process of hiring and
recriuitment
 INDEX

1 Name class sec etc. 1 1

2 External examiner 1 2
3 Preface 1 3
4 Topic 1 4
5 Index 1 5
6 Acknowledgement 1 6
7 Introduction 1 7
8 Need and objective 1 8
9 Limitation 1 9
10 Literature review 1 10
11 Conceptual 16 11-26
framework
12 Graphical 1 27
representation
13 Conclusion 1 28
14 Webliography 1 29

ACKNOWLEDGEMENT
A project is a bridge between theory and practical knowledge and without the constant
support of my near and dear ones this bridge would have been impossible to construct.
I would like to take a moment and thank my teacher for explaining the concepts to me and
developing my business acumen. Without her help this project would not have seen the light
of day. I would also like to express my gratitude to my friends and family who were always
ready to help me and guide me through the process of making this project.

INTRODUCTION
Define staffing, recruitment and training.
Recruitment:
Recruitment is the process of actively seeking out, finding and hiring candidates for a specific
position or job. The recruitment definition includes the entire hiring process, from inception
to the individual recruit's integration into the company.

Staffing
Staffing refers to the continuous process of finding, selecting evaluating and developing a
working relationship with current or future employees. The main goal of staffing is to fill the
various roles within the company with suitable candidates.

Training
Training is the process for providing required skills to the employee for doing the job
effectively, skilfully and qualitatively. Training of employees is not continuous, but it is
periodical and given in specified time. Generally training will be given by an expert or
professional in related field or job.

NEED AND OBJECTIVES OF THE

STUDY
In our current world we need to have a little information of the companies in the Indian
market which we use in our daily lives. The knowledge we get from here also helps us in our
future if we pursue careers related to this field. Doing this project helped me to understand
how does the process of recruitment works. I also got to know that getting recruited is not the
final step, and there is a lot to learn and do.

LIMITATIONS OF THE STUDY

This project being informative and detailed took a long time to make and to do it within
such a short period of time was quite challenging.
 I did not have a knowledge about many of the companies so it was very difficult for me to
research and scrutinize each point.

LITERATURE REVIEW
RECRUITMENT-
EDWIN FLIPPO- “A process of searching for prospective employees and stimulating and
encouraging them to apply for jobs in an organization.”
TAYLOR AND COLLINS-“Recruitment includes the set of activities undertaken by the
organization for the primary purpose of identifying a desirable group of applicants, attracting
them into its employee ranks, and retaining them at least for the short term”.
PLOYHART- “Recruitment means the efforts from an organization to identify, attract and
influence the job choices of competent applicants”.

TRAINING AND DEVELOPMENT-

BASS & VAUGHANA: “Training is a process of organizational improvement that attempts
to make beneficial changes through modifying employee’s skills and attitudes which refers to
activities ranging from the acquisition of simpler motor skills to the development and change
of complex socio emotional attitudes.”
BIENVENU : “Training is teaching a skill or task or increasing a job proficiency which
involves a means of developing and enlarging traits which will be increasingly pertinent to
satisfactory job performance.”
KATZ & KAHN : “Training and development is described as a maintenance subsystem,
intended to improve organizational efficiency by increasing routinization and predictability of
behaviour.”
SWANSON & HOLTON-“Training and development is defined as a process of
systematically developing work-related knowledge and expertise in people for the purpose of
improving performance.”

CONCEPTUAL FRAMEWORK
SECTOR: INFORMATION AND TECHNOLOGY.
COMPANIES: WIPRO, INFOSYS

INFOSYS LIMITED

WIPRO LIMITED

INFOSYS LIMITED
PROFILE
NAME: INFOSYS LIMITED
YEAR OF COMMENCEMENT: 1981
VALUE: 100 BILLION USD
CEO: SAHIL PAREKH
HEADQUATERS: BENGALURU
NO OF EMPLOYEES: 2,76,319

STAFFING OF INFOSYS
Infosys and Adecco group(recruiting company) have decided to work together to bring about
a revolution in the staffing industry, they are transforming the staffing industry by bringing
together the power of data, domain, technology and speed to create a brand new business in
the world of staffing.
Powered by Infosys, the Adecco Group's end-to-end online staffing platform Adia has
already gained momentum across multiple cities in Switzerland and the UK, and will be
expanding into more countries in the coming quarters. This new platform leverages the
Adecco Group's key strengths in the industry by providing scale, speed and agility to
introduce new ways of doing business in the digital economy.

Adia’s algorithm matches jobs to workers based on skills, level of experience, and proximity
to the place of work as well as the job seeker's real-time availability. The user can hire new
staff, plan shifts, issue contracts and approve timesheets from this platform, all in real-time.
Infosys and Adecco jointly made Adia and it provides for a mutual relationship for both
parties. Adia helps to recruit more candidates for Infosys and Infosys help in development of
Adia.

RECRUITMENT PROCEDURE AND REQUIRMENTS:

REQUIRMENTS AND ELIGIBLITY: -
Stream: B.E or B.Tech, M. Tech and M.sc graduates in Computer Science/Information
Technology.

Percentage criteria: 65% and 6.5 CGPA or above in 10th, 12th and Graduation

PROCEDURE: -
The youth of a nation decide its future. India has a very talented and hardworking youth and
Infosys wants them to be independent and responsible. To make sure that every candidate
gets equal chance.
The steps of its recruitment are:
 Initial screening of interviews: Initial Screening is done on the basis of applicants and
applications. A preliminary interview is conducted so as to select the suitable
candidate who can go through further stages
 Completion of application forms: Application form establishes the candidate’s general
details like name, address, telephone number, education, job- related training, work-
experience with dates, company names, and job details
  
VARIOUS TESTS: 
 Mental or intelligence tests: They measure the overall intellectual ability of a person
and enable to know whether the person has the mental ability to deal with certain
problems.
 Mechanical aptitude tests: They measure the ability of a person to learn a particular
type of mechanical work. These tests helps to measure specialized technical
knowledge and problem solving abilities if the candidate. They are useful in selection
of mechanics, engineers, etc.
 Intelligence test: This test helps to evaluate traits of intelligence. Mental ability,
presence of mind (alertness), numerical ability, memory and such other aspects can be
measured. It is taken to judge numerical, skills, reasoning, memory and such other
abilities.
 Personality Test: It is conducted to judge maturity, social or interpersonal skills,
behaviour under stress and strain, etc. this test is very much essential on case of
selection of sales force, public relation staff, etc. where personality plays an important
role. 
 
 
 Graphology Test: It is designed to analyse the handwriting of individual. It has been
said that an individual’s handwriting can suggest the degree of energy, inhibition and
spontaneity, as well as disclose the idiosyncrasies and elements of balance and
 control. For example, big letters and emphasis on capital letters indicate a tendency
towards domination and competitiveness. A slant to the right, moderate pressure and
good legibility show leadership potential.
 Medical Test: It reveals physical fitness of a candidate. Medical servicing helps
measure and monitor a candidate’s physical resilience upon exposure business
hazards. 
INTERVIEW:
 Formal Interview: Interviews are held in the employment office in a more formal
atmosphere, with the help of well structured questions.  
 Patterned Interview: A patterned interview is also a planned interview, but it is more
carefully pre-planned to a high degree of accuracy, precision and exactitude. With the
help of job and man specifications, a list of questions and areas are carefully prepared
which will act as the interviewer’s guide.  
 Non-directive Interview: Here the interviewee is allowed to speak his mind freely.
The interviewer has no formal or directive questions, but his all attention is to the
candidate. He encourages the candidate to talk by a little prodding whenever he is
silent e.g. The idea is to give the candidate complete freedom to “sell” himself,
without the encumbrances of the interviewer’s question. 
 Stress Interview: It is designed to test the candidate and his conduct and behavior by
him under conditions of stress and strain. What INFOSYS practice is that if interview
is planned at 5pm, it will start candidate’s interview at 6.30pm and watch the
candidate’s behaviour and stress level. 
 Panel Interview: A panel or interviewing board or selection committee interviews the
candidate, usually in the case of supervisory and managerial positions.  
Background Information: INFOSYS requests names, addresses, and telephone numbers of
references for the purpose of verifying information and perhaps, gaining additional
background information on an applicant. It normally seeks letters of reference or telephone
references. The latter is advantageous because of its accuracy and low cost. 
Physical Examination: After the selection decision and before the job offer is made, the
candidate is required to undergo a physical fitness test. A job offer is, often, depends upon the
candidate being declared fit after the physical examination. The results of the medical fitness
test are recorded in a statement and are preserved in the personnel records. There are several
objectives behind a physical test.
One reason for a physical test is to detect if the individual carries any infectious disease.
Secondly, the test assists in determining whether an applicant is physically fit to perform the
work.
Thirdly, the physical examination information can be used to determine if there are certain
physical capabilities, which differentiate successful and less successful employees.
Final Employment decision: It is a final step. In this step company makes a very important
decision. After all these processes follow up is done i.e., the selected person is induced and
placed at the right job. Training is provided on regular basis that is monthly, quarterly. These
trainers have the experience of about 15-20 yrs. In one batch there are 60 employees who are
sent to Bangalore for training. 
 SOURCES OF RECRUITMENT:
Infosys believes in an organization with less hierarchy and faster decision-making. In order to
make that happen, every Infoscion needs to know how the organization works, how decision
are made, and what drives Infosys. So it is important for Infosys to communicate this to
everyone. The sources of man power for Infosys is:-
INTERNAL SOURCES: -

Infosys upgrades from within only for managerial positions, but only to some extent. Because
upgrading from within is considered better as the employee is already familiar with the
organization, reduces training cost, helps in building morale and promotes loyalty.

If no one capable for managerial position is found in its internal source, it looks out for
external sources. It selects only the best employee for the organization

 
TYPES OF INTERNAL SOURCES: 
Former Employees-They ask the retired employees who are willing to work on a part-time
basis, individuals who left work and are willing to come back for higher compensations. Even
retrenched employees are taken up once again.
Retirements: –
If it’s not able to find suitable candidates in place of the one who had retired, after
meritorious service. Under the circumstances, management decides to call retired managers
with new extension.

Internal notification (advertisement): –

Most employees know from their own experience about the requirement of the job and what
sort of person the company is looking for. Often employees have friends or acquaintances
who meet these requirements. Suitable persons are appointed at the vacant posts. 

 
EXTERNAL: 
For the posts of technicians, engineers, floor managers etc, it looks out for external sources
which include.

Agencies:  TAPL

Institutions: Like B Schools, colleges, Management Institutes, etc.

Websites:

 www.indiatimesjob.com

 www.monster.com

 www.naukri.com 

Of the above three web sites given most widely used by the Infosys is
the www.monster.com with the success rate of 80% followed by www.indiatimesjob.com at
60% and www.naukri.com at the success rate of 50%. 

External recruitment enables the company to get the best candidate. 

Infosys prefers external recruitment and mainly takes help from agencies and institutions as
it’s a giant company and internal recruitment proves to be inadequate as its yearly targets are
very high.  

ADVERTISEMENTS:-
It is a popular method of seeking recruits, as many recruiters prefer advertisements because
of their wide reach.  

Infosys advertises in:

NEWS PAPERS:
 Times of India

 The economic times

 Indian express
  Hindustan times

 The financial express

 Employment papers

   MAGAZINES:
 Business world

 Business Today

 India Today

 capital market

 Business journals

 IT magazines

 Computer and technical journals

 WEB:
 www.infosys.com

 www.indiatimesjob.com

 www.monster.com

 www.naukri.com

Advertisements contain proper information like the job content, working conditions, location
of job, compensation including fringe benefits, job specifications, growth aspects, etc.The
advertisement sells the idea that the company and job are perfect for the candidate.  
CONSULTANTS: Infosys also seeks the help of consultants who are in the profession for
recruiting and selecting managerial and executive personnel. They are useful as they have
nationwide contacts and lend professionalism to the hiring process. They also keep
prospective employer and employee anonymous.  

TRAINING OF THE RECRUITED CANDIDATES\

Training and development is mainly carried out in Infosys by its HR department. Currently
the whole company has more than 200000 employees, and training and development has
always been a key function of all HR department in all branches. The company is willing to
provide excellent training opportunities for its employees. Though the leading department of
training and development in Infosys is its HR department, other departments also take part in
and collaborate with HR department. Training and development is carried out by HR
personals according to various requirements of different departments which are located in
different geographic locations. There are training and development specialists who are
responsible for certain training contents, such as technology, business knowledge, company
policies, marketing etc. HR department plans yearly training and development schedule
together with experts from other departments, and is responsible for carrying out these
training schedules.

The company creates its training policies which is part of the company’s HR policies. And
violation of training policies will be reported to the employee’s reporting manager. This
ensures the quality of training and development in Infosys.

Training and development plays an important function in Infosys’ daily operation and
strategy development. The HR department divides training and development mainly into four
levels. The first level is for senior management and candidate senior management; the second
level is for normal employees and normal managers; the third level is for first-line sales
personals; the forth level is for new hires and fresh graduates. According to the needs and
requirements of different levels, training sessions are designed by different teams.

In Infosys, training and development can also be view from these three parts:

1. Training: This activity is both focused on the job tasks that an employee currently handles.
It is usually conducted through the form of classroom training, on-the-job training, and
competition in Infosys.

2. Education: This activity focuses upon the jobs that an employee may potentially handle in
the future. Infosys provides books and self-pace learning courses for such activity, and
employees have more flexibility to study on their own paces and they can choose to learn
during work time or at weekends.

3. Development: This activity focuses on the activities that the organization employing the
individual. In Infosys, every new employee needs to attend the ‘New Hire Orientation
Development Program’ within the first three month after they are employed by the company.
Such activity helps new employees know about the corporate culture, policies, dress code and
so on and so forth.

At the end of each year, Infosys holds several lectures to summarize the whole training and
development programs in the passing year, identifying any problems and figuring out
solutions to these problems. This helps HR department better plan next year’s training
programs, thus helping the company achieve its short-term and long-term strategic goals.
 WIPRO LIMITED

PROFILE
NAME: WIPRO LIMITED
YEAR OF COMMENCEMENT: 1945
VALUE: 100 BILLION USD
CEO: THIERRY DELAPORTE
HEADQUATERS: BENGALURU
NO OF EMPLOYEES: 2,31,671

STAFFING OF WIPRO LIMITED

Wipro transforms staffing organizations using technology to attract, match and engage talent
while reducing operational costs. At the core of its staffing practice is the ability to match
candidates and opportunities in real time by using data and applying regressive analytics.
Our partnerships with 3 of the top 5 staffing/recruiting organizations, an Analytical Centre of
Excellence and industry-proven AI-based tools ensure that staffing organizations improve
outcomes for their customers, reduce manual effort by 50% and reduce operational costs. 
Wipro believes in “staffing the intelligent way” and thus is trying to use AI to replace the
traditional ways of staffing. They believe that staffing is on the verge of one of the largest
changes that will have a huge impact to how the industry works. This is a result of the
convergence of several trends which are now reaching critical mass. These include
everything from automation to cloud computing and from less manpower to artificial
intelligence.
Wipro tells that involving machines in the staffing industry will improve efficiency and
workload on employees, it also improves speed of staffing. For instance the job of the
staffing manager is to upload and check for resumes and match the job description
accordingly. Now imagine, how good it would be if this monotonous but intelligent work
could be done by a machine. A machine which can upload the resumes to their portal and at
the same time keep track of any updates to these resumes as and when these come in. This
would also allow the people engaged in this job to do something more productive.
RECRUITMENT PROCEDURE AND REQUIRMENTS:

REQUIRMENT AND ELIGIBLITY:

Academic criteria:

 Candidate Should have 60% throughout their academics.

 Students from Students who have completed Graduation and Post Graduation in BE,
B.Tech and 5 Year Integrated M.Tech.
 All Engineering Branches are Eligible.

Education criteria:

 Maximum 3 years in education gap ,if any, is allowed between 10th and graduation.
 Candidate should have done a full degree course recognized by the Central/State
Government of India.
 PROCEDURE FOR RECRUITMENT

Wipro Recruitment Process is divided into further steps.

All the Sections of the test are mentioned here.

 Pre- Placement Talk

 Aptitude Test
 Essay Writing
 Coding
 Interview

Except Pre- Placement talk all the other rounds are mandatory.

FIRST ROUND- Aptitude Test

Aptitude Test is the first round of Wipro Recruitment Process. This round is divided into 3
sub parts:

Quants
Logical
Verbal

SECOND ROUND- Essay Writing

Essay Writing

There is no Syllabus for Essay Writing but the candidatescan find previous year Essay
Writing Topics asked in Wipro.

A good Essay for Wipro includes the following:

Good organization (structure of the essay)
Proper diction (grammar, punctuations and spelling errors)
Noteworthy ideas
Good vocabulary
Sentence variety
Length

Some points that will reduce thiermarks in the exam will be :

Spelling mistakes
Grammatical errors
Punctuation errors
Relevancy of the essay
Third Round- Coding
Recruitment Pattern and Eligibility of Wipro For Freshers

CODING

There will be 2 Coding Questions in this Round.

Question 1
General Coding
Question 2
DSA Coding
FOURTH ROUND- Interview
Test Pattern for Wipro
Interview

Interview Round is divided into 2 parts i.e Technical and HR Interview

Technical Interview- Clear by it’s name it will revolve around thierTechnical knowledge
HR Interview- This is the easiest Round, here the interviewer will ask the candidatesbasic
questions such as introduce yourself, future goals etc.
 SOURCES OF RECRUITMENT
The sources of recruitment may be broadly divided into two categories: internal
sources and external sources. Both have their own merits and
demerits.
INTERNAL SOURCES:
Persons who are already working in an organization constitute the internal
Sources. Retrenched employees, retired employees, dependents of deceased
employees may also constitute the internal sources. Whenever any vacancy a
rises,
someone from within the organization is upgraded, transferred, promoted or even
demoted.
EXTERNAL SOURCES
External sources lie outside the organization. Here Wipro has the
services of:
(a) Employees working in other organizations;
(b) Jobs aspirants registered with employment exchanges;
(c) Students from reputed educational institutions;
(d) Candidates referred by unions, friends, relatives and existing employees;
(e) Candidates forwarded by search firms and contractors;
(f) Candidates responding to the advertisements, issued by the organization;
(g) Unsolicited applications walk-ins.

TRAINING OF THE RECRUITED CANDIDATES

The training process
FRP (Fundamental Readiness Program)

CRP (Corporate Readiness Program)

PRP (Project Readiness Program)

RLL (Real Life Lab)

Program Duration:

FRP 15 Days Test will be There

PRP 25 Days Test will be There

RLL 10 Days Test will be There

1. FRP: (Fundamental Readiness Program): In this training period they will tech C and Data
Structures. And after this program test will be conducted, in which The candidates need to get
70%.
If the candidates fail to get 70%, they will conduct the test again after a week.
Generally The candidates will get 30 questions from C and nearly 20 Questions from Data
Structures. If u just know what is a pointer and the concepts of Data Structure u can answer
all the Questions from Data Structures

2. PRP: (project Readiness program): This will be Depending on allocation of domain. The

candidates May feel this is the toughest part of their training. In this part of training, the
candidates will be taught on specific Technologies according to their Domain.
Example: For J2EE: RDBMS, SQL, PL/SQL, Java, J2EE Oracle: RDBMS, SQL, PLSQL,
Database Administration, Java
It is sufficient to prepare the material given by Wipro to appear for the exam. But here in
TRP u have lot of syllabi to cover. so be proficient with subject from the beginning.
3. RLL: (Real Life Lab): Normally It is the easiest part of the training. In this part of
training, they will give u a mini project which u need to complete the project within 10 days.
Team consists of Two members. The candidates need not worry about their marks in this part
of training. Because the candidates will Definitely get minimum of pass mark. Even the
candidates can also get full marks.
At the end of the training u need to get an aggregate of 70% to get a project.
 GRAPHICAL REPRESENTAION

GRAPH WHICH SHIOWS NUMBER OF EMPLOYEES HIRED BY BOTH INFOSYS

AND WIPRO

GRAPH SHOWING PROFITS OF BOTH THE FIRMS.

CONCLUSION
Looking at the above graphs we could clearly see that Infosys who hired more freshers than
Wipro has a higher profit margin than it in the recent years. So, we could conclude that the
greater number of employees a firm hires it can reduce workload on its employees and give a
more peaceful and stress-free environment to work. Thus, resulting in higher profit margins.
Recruitment is essential to effective Human Resources Management. It is the heart of the
whole HR systems in the organization. The effectiveness of many other activities, such as
selection and training depend largely on the quality of new employees attracted through the
recruitment process
Policies should always be reviewed as these are affected by the changing environment.
Management should get specific training on the process of recruitment to increase their
awareness on the dangers of wrong placements
Effective recruitment is important in achieving high organizational performance and
minimizing labour l over. Though the recruitment process adopted by the organization to be
improved, challenges are ahead for the HR Department to recruit people after the effect of
recession.
In competitive advantage, the Communication skill set has assumed more importance than
even before. Dynamic and growth-oriented organization recognizes Communication as an
important aspect of the Recruitment and Selection system for managerial function in a rapidly
changing and economic environment.
The company should take the suggestions and ideas from the employees and can conduct and
examine the communication skill set within the employees. So that they can analyse the bed
and act accordingly for a better result and the growth of its own and valuable workforce

WEBLIOGRAPHY
I referred from these websites to complete my project
www.geeksforgeeks.org
www.prepinsta.com
www.oncontracting.com
www.wipro.com
www.infosys.com
www.ambitionbox.com
www.ukessays.com